Leading women in business empower the next generation

As we continue to work towards gender equality, women in leadership are playing a crucial role. However, obstacles remain, and it’s vital to acknowledge both the progress made and the work still to be done. 

Michèle Sioen underscores the link between gender diversity and business success. Good governance leads to better organisations and research suggests that companies with more women in leadership positions often do perform better than those with less female representation. Greater gender diversity seems to be the key to success here, as it leads to increased profitability and better average growth. Businesses with this diversity are also often better at considering broader stakeholder concerns and driving more innovation. Finally, visible female leadership attracts a greater diversity of profiles to a company.  She further adds, "The future of innovation depends on our ability to harness diverse perspectives, requiring systemic change that enables women to contribute their full intellectual capital without unnecessary obstacles." 

Anneleen Michiels points out that while women are more visible in leadership roles, true progress is still hindered by structural barriers. She observes that many SMEs still rely on old, male-dominated networks, overlooking diverse talent. "True progress will require addressing these cultural and structural factors that influence women’s advancement in leadership." She calls for a cultural shift to ensure leadership roles are accessible to diverse talent, and that women are included in decision-making processes at all levels.

Sandra Wilikens encourages women to trust in their abilities and pursue leadership roles, noting that confidence can help overcome biases and limitations. Recognising that skills and capabilities are not defined by gender is crucial, as women bring other perspectives and strengths to any role. Another important aspect of gender equality is the representation of women in leadership roles. While there has been progress, women are still underrepresented in key decision-making positions across various sectors. Encouraging and supporting women to take on leadership roles is crucial. Additionally, addressing unconscious biases and promoting mentorship programs can help create pathways for women to advance in their careers. By doing so, organisations can benefit from a wider range of insights and experiences, ultimately leading to better decision-making and growth. 

Gillian Winckler, Chair of the Board at Pan American Silver, emphasises the importance of having women on boards, noting that their presence leads to more open and civil discussions. However, she highlights a critical gap in diversity further down the organisational ladder, especially when it comes to underrepresented minorities, such as African American women, who are often overlooked at the board level.

Tessa Bamford also believes there is still work to be done on diversity, not just in terms of gender, but also in skills, experience, and nationality on boards. She stresses that diversity should go beyond gender, advocating for a broad mix of profiles. She encourages organisations to seek out diverse candidates, even those with less traditional backgrounds, and urges women to be more confident in applying for roles. In addition, she believes in providing aspiring leaders with exposure to top-level discussions to help prepare them for board positions.

Want to learn more about gender diversity in boards? Read the article 6 leading US-corporate voices on innovative corporate governance: "Diversity and technology are no longer optional but essential." GUBERNA celebrates International Women's Day by bringing together six American corporate leaders to explore what effective governance looks like when diversity is actively promoted in times of technological disruption and growing societal expectations.